CONSIDER THIS…

1. No One Left Behind, Disability and Workforce Diversity(Women’s Leadership Alliance Hyde Park May 9, 2019)Doug Hovey President & CEO Independent Living Inc.

2. Employing people with disabilities makes good business sense – widening your recruitment pool, enhancing diversity and building a company’s capacity, profitability and public profile.

3. If you’re an employer, you need employees to keep your company or organization in business. But are you looking at ALL labor markets? • People with disabilities represent a talented but largely untapped source of potential candidates. • The Bureau of Labor Statistics states that although 7 out of 10 working-age people have a job, only 2 out of 10 people with disabilities and of working age are employed, leaving many qualified individuals with disabilities on the lookout for a job. • When you hire a competent person with a disability, you’ll bring benefits to your company’s bottom line and benefits to your customers and community. CONSIDER THIS…

4. When you hire people with disabilities your company can increase its profitability and outperform the competition • Hiring people with disabilities facilitates innovation , improves productivity and creates a better work environment • People with disabilities are workers as well as consumers, with income to spend. • The disability community represents a trillion dollar market segment, with the Center for Disease Control and Prevention reporting 1 in 5 adults living with a disability in the U.S. • Employees with disabilities are more likely to keep a longer tenure with a company, meaning your training and recruitment costs can be minimized. Benefits to Business

5. Increased hiring pool • Positively impact retention of existing employees; Enhances staff morale • ROI – Tax credits and other financial incentives including productivity benefits • Contribute to the local, state and national economy • Less dependency on government benefits • Increased diversity leads to wider sales markets (synergy in understanding variations of the human theme) • Response to an aging workforce • Increased work ethic and dedication • New look at creativity and problem solving • New contracting opportunities Top 10 reasons why hiring people with disabilities makes good sense

6. The ADA defines a person with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities. It also includes individuals who do not have a disability but are regarded as having a disability. Definition of “Person with a Disability” under the Americans with Disabilities Act

7. Under Title I of The Americans with Disabilities Act of 1990 (ADA) it’s unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in State and local government services, places of public accommodations, transportation and telecommunications. THINGS TO CONSIDER: Title I - Employment • Essential functions • Reasonable Accommodation • Interactive Process • Undue Hardship The Americans with Disabilities Act (ADA)

8. A lack of general understanding of the talent available • Mistaken assumptions about vulnerability and higher on-the-job accident rates • A lack of recognition of potential benefits to both the employees with disabilities and their employers • Misconceptions about the cost versus the return on investment of disability inclusion Myths and misconceptions become barriers to employment

9. The Challenges Are The Same For All Persons With Disabilities... STIGMA* STEREOTYPE* DISCRIMINATION* UNDEREMPLOYMENT LACK OF TRANSPORTATION LACK OF AFFORDABLE HOUSING

10. Foster and inclusive culture throughout your company

11. Authentic Inclusion is an important part of the solution

12. There are more job openings than candidates to fill them. • The Job Accommodation Network says as of February 2019 there were 15.1 working age PWD’s in the US • Hiring people with disabilities will open up a new talent pool of over 10.7 million people. • Employees with disabilities bring unique skills, experiences, and understanding that can enhance your products and services. Recognizing the Talent Pool

13. Employ • Enable • Engage • Empower (The 4 E’s) How to Create An Inclusive Workplace

14. You can begin by making changes that establish internal policies that prioritize hiring people with disabilities; develop community linkages to conduct targeted outreach to attract qualified candidates with disabilities; start an internship program specifically for people with disabilities; and ensure accessible online job applications and materials. EMPLOY

15. Is your business accessible, attitudinally and architecturally? • What do your mission and vision statements say? • What do your By-laws say? • What are your organizational values? • What are your organizational goals? Strategic Plan? • What do your job descriptions say and look like? • How do you advertise vacancies and recruit candidates? • How are staff trained, and is diversity including disability awareness included? • Consider the “House Metaphor” Analyze Organizational Structures and Workplace Culture

16. The House Metaphor

17. Provide employees with support services and accessible tools • Create accessible websites/environments • Include disability education training for staff and administrators ENABLE

18. How we say what we say can shape the conversation and guide our actions… Always put people first! • People with disabilities • People with physical disabilities • A person with cerebral palsy • A person who uses a wheelchair • A person who is blind or deaf • A person with traumatic brain injury • A person with a developmental disability • A person with a psychiatric disability And… people like to be called by their names. People First Disability Appropriate Language and Etiquette

19. The U.S. Department of Labor Job Accommodation Network reports that accommodations are usually low cost (less than $500) and in half the cases, no cost was made to accommodate the employee’s needs (e.g. dress code allowances, flexible scheduling, minor workspace adjustments and telecommuting). • For every dollar invested in making an accommodation, it’s estimated that companies earn an average return of $28.69. • Your business may also be eligible for tax credits that help cover the cost of accommodations ENGAGE… it’s easier than you think

20. Make communication support available when needed • Provide reasonable accommodations • Clearly define employer expectations • Offer mentoring and coaching that support success EMPOWER – persons with disabilities can be employed at all levels

21. Companies who hire people with disabilities have increased their total shareholder returns • American Foundation for the Blind (AFB) and Google and Amazon NYC event to increase employment of people who are blind – May 2019 • Providing a reasonable accommodation usually costs nothing or very little, less than $500 per employee • A study conducted by the Institute for Corporate Productivity revealed that 3 out of 4 employers surveyed ranked their employees with disabilities as good or very good on work quality, motivation, engagement, integration with co-workers, dependability, and attendance. • By hiring people with disabilities, you are adding highly motivated people to the workforce and promoting an inclusive culture. Remember…

22. Independent Living, Inc. (845) 565-1162 • The NYS Commission for the Blind (CFB) • The NYS Adult Career and Continuing Education Services – Vocational Rehabilitation “ACCES-VR” (formerly VESID and OVR) • Local Career Centers – Department of Labor (DOL) • Local Community Based Organizations (CBO’s) • Independent Living Centers (ILC’s) • The Disability and Business Technical Assistance Center (DBTAC) • The Job Accommodation Network (JAN) Disability Employment Resources